Senior HR Business Partner

TRM Labs

20d•$160,000 - $192,000•Remote

About The Position

TRM Labs is hiring a Senior HR Business Partner to act as a strategic partner to managers and senior leaders while the company scales. The role helps build a high-performance organization in which employees are engaged and able to do their best work. It combines strategic advising and hands-on HR partnership, including organizational design, performance management, employee relations, retention, workforce planning, compensation strategy, and career development. The Senior HR Business Partner will use quantitative and qualitative people insights to connect talent strategy with business priorities and evaluate the impact of people programs. The role also involves building scalable systems and AI-enabled workflows that deliver high-quality experiences for employees, managers, and leaders. The position is part of a three-person HRBP team supporting R&D, GTM, and G&A, and contributing to programs across manager development, compensation, talent management, career growth, and performance. TRM’s People team works in a distributed, async-first environment, collaborating across time zones through Slack, Notion, and Zoom. The role requires at least four hours of overlap with US Pacific business hours, with core collaboration hours from 7 a.m. to noon PT, and occasional team offsites two to four times per year. The environment is fast-moving, high-ownership, and characterized by changing priorities and ambiguity.

Requirements

At least 7 years of experience in People or HR, including experience as an HRBP advising managers and senior leaders.
Track record of coaching executives and managers on organizational design, talent density, performance culture, employee investigations, talent strategy, and other people-related topics.
Experience leading change in ambiguous, fast-moving environments, including restructures without an established playbook.
Sound judgment and high integrity in confidential, high-stakes situations.
Experience earning credibility with demanding technical and engineering teams.
Strategic range and willingness to be hands-on, from planning organizational change to conducting the first conversation.
Hands-on use of AI, including daily use and experience building automations or agentic workflows for HRBP work.
Fluency with quantitative and qualitative people data and using insights to shape strategy and measure business impact.

Nice To Haves

Experience navigating employment matters across multiple countries.
A tool built for employees or managers, such as a career pathways tool.

Responsibilities

Build action plans and programs to reduce voluntary attrition and increase employee engagement.
Partner with senior leaders on organizational effectiveness, including how their organizations should operate, scale, and change.
Connect talent strategy with business priorities and help leaders evaluate people-related decisions, costs, and future needs.
Coach managers and provide targeted manager development programs.
Advise managers on team and individual performance to increase talent density.
Manage employee relations cases from intake through resolution, including investigations, documentation, and terminations.
Translate pulse survey results into company- and team-level action plans and drive execution with managers.
Lead organizational design and workforce planning, and propose compensation strategies to attract and retain talent.
Guide leaders through restructures and changing priorities, sequencing changes and communicating them clearly.
Develop tools, frameworks, and programs that support employee growth and meaningful careers.
Build scalable systems and AI agents to support HRBP workflows and provide employees, managers, and leaders with fast, high-quality experiences.
Use people data to shape people strategy and measure business impact.
Collaborate with leaders across R&D, GTM, and G&A and help build scalable people programs.